Affiliations: [a] Virginia Tech Center for Autism Research, Virginia Polytechnic Institute and State University, Blacksburg, VA, USA
| [b] Department of Psychology, Virginia Polytechnic Institute and State University, Blacksburg, VA, USA
Correspondence:
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Address for correspondence: Jordan Albright, Department of Psychology (0436), Virginia Polytechnic Institute and State University, 109 Williams Hall, 890 Drillfield Drive, Blacksburg, VA 24061, USA. Tel.: +1 540 231 8747; E-mail: [email protected].
Abstract: BACKGROUND:Understanding factors that impact the successful employment of individuals with Autism Spectrum Disorder (ASD) is critical to improving outcomes, including quality of life. Despite employers being critical contributors to the hiring process, the perspectives of these stakeholders have yet to be examined in the literature. OBJECTIVE:To understand: 1) employers’ perspectives on factors that influence the decision to hire an individual with ASD, 2) employers’ needs in order to hire and integrate an employee with ASD into the workplace, and 3) the skills employers perceive as important to workplace success. METHODS:Interviews were conducted with 13 employers from businesses in the United States to understand their perspectives related to the hiring and employment of individuals with ASD. Qualitative data were analyzed using a data-driven thematic approach. RESULTS:Employers identified several benefits to hiring individuals with ASD, including unique individual skills and broader workplace benefits. Employers also expressed concerns related to how ASD symptomology may negatively impact the workplace. Employers want to understand their employees and want to identify appropriate workplace accommodations in order to integrate an employee with ASD into the workplace. Finally, employers emphasized the importance of both “soft” and “hard” skills to workplace success. CONCLUSION:Although employers expressed concerns, these concerns can be addressed through employee accommodations, vocational rehabilitation programs, and disability diversity trainings. Limitations and future directions of this area of research are also addressed.
